Going Green? Managing Your Sustainable Business Transformation

Values are, or they should be, at the very center of any business. They dictate your customer relationships, your employee selection processes, and every element of your business strategy. Now that we have so much knowledge about our carbon footprint and the many ways in which we’re harming the environment, there’s no excuse for companies today to stay silent. Nobody can be Switzerland in the face of the climate crisis. 

For that and many other reasons, businesses are now striving to change inside and out, to recognize the crisis and their part in contributing to environmental damage, and above all, to make a difference. Embracing that responsibility starts with how you manage your business from within, so that your HR and business management experts can create and slowly implement smarter, greener strategies. 

This process can take a while, since the shift is far from simple for many industries. Here are a few ways to make this transformation easier on your business and to lead the way in eco-friendly management.

Align your goals and procedures

First and foremost, for your HR department to be able to work on implementation, you need to determine how well your current processes match your sustainability goals. Perhaps you’ll need to switch to digital accounting tools and go paperless, if you haven’t already. Maybe you can adapt your collaboration model to be more flexible and encourage remote work, carpooling, covering public transport fees, and the like.

For many companies, your health and wellness strategies will need to change in order to meet these new standards, too. Some businesses dealing with toxic or dangerous substances need to introduce more stringent protective procedures to ensure employee safety and to prevent environmental damage or hazards. It all begins with aligning your procedures with the goals you want to achieve.

Choose better waste management

In Australia’s most developed, urbanized regions, growing companies often have trouble dealing with waste in its many forms. From energy and water waste on the premises if you have an office, all the way to all kinds of material waste if you have a construction site, rapidly growing companies need to develop better waste management solutions to match their industry’s needs.

For instance, effective waste management in Australia often means utilizing dedicated waste management equipment as well as procedures. On-site crushers and balers, recycling stations, and many other waste processing tools allow employees and business owners to reduce waste and empower reuse and recycling. Wherever your business might be, it’s crucial to follow this mindset and find efficient ways to reduce waste at every turn. 

Employee motivation and training

Most workers will choose your business over others with equally appealing offers precisely because of your values. However, you also need to live up to those promises and standards you present to them in your job ads, which often means motivating your employees through regular and consistent training opportunities. 

This is a chance for them to grow as professionals, giving them immediate value, but it also helps them become a better, more cohesive team working towards the same goals. Training in better, eco-friendly office practices can make your business far more sustainable over time. 

Ongoing assessment and adaptation

Surely, if you’re based in a highly developed region like Australia or New Zealand, you’re most likely responsible before your community, but also before your government when it comes to your sustainability initiatives. There are certain location-specific standards you need to meet and possibly exceed.

To learn whether or not your business is in line with those expectations and standards, you need to be in the loop. For starters, organize regular quarterly assessments to evaluate how well you’re doing with your goals. Your HR managers can then present the results to the employees so that they can together come up with additional ways to change for the better. 

Perhaps you can implement greener office design solutions, switch to LED lights, introduce more recycling stations, or even compost stations for food leftovers. Of course, you’ll also need expert legal advice on how to move forward and implement government-approved methods to go green. 

Know who your partners are 

Choosing your employees with care is one way to go about implementing sustainable practices and building value-based relationships. On the other end of this spectrum of bonds, you have your partners, who should be aligned with your values, too. Do your marketing partners, manufacturers, suppliers, or any other vendors take sustainability seriously? What are they doing differently from others in their niche to make your relationship rooted in shared care for our planet?

So many businesses have hidden policies with harmful effects on the environment. It’s essential to weed out the ones that don’t meet your criteria and start working with those who care as much as you do. Turning a blind eye is not an option, since the world is brimming with experts whose goals are the same as yours – you’ll just need to take your time to find them. 

Sustainability isn’t a linear path, nor is it a one-time goal that you accomplish, and leave be. It’s a continuous learning curve that requires flexibility in how you manage your business and your relationships. It starts with training, equipment, and policies, but it never truly ends: the moment you set your foot on the path to sustainability, that’s the moment your business will need to learn how to succeed in the face of constant change. 

Embrace innovation and emerging technology in your industry, hear your employees out whenever you can, and you’ll soon have a growing green strategy that will help you reposition your business towards smarter, more sustainable goals. 

What Factors Can Influence the Marketing Strategy Success

One of the fundamental aspects of growing your business is building a marketing strategy. 

In the era of artificial intelligence, automation, and hyper-personalization, brands need to build strategic and data-backed marketing plans.

They should not focus on mere brand promotion. On the contrary, the emphasis is on driving seamless user experiences. 

Now, many internal and external factors may impact the success of your marketing strategy, including your budget, operational issues, corporate objectives, business culture, legal compliance, etc. 

In this article, you will learn about the core factors that determine your marketing strategy success. 

The Understanding of your Target Market

To build a successful digital marketing campaign, you first need to determine which audience groups it should target. For example, targeting Boomers and Gen Z requires different approaches.

If you are not sure who you should target, start by looking at your current customer base. Who are your current customers? Analyze their common characteristics and interests. Do they have any interests, needs, and problems in common? 

Pay attention to your competitors, as well. Which audience segments do they target? 

You can figure out the demographics of your target audience, such as their gender, age, geolocation, education, family status, employment status, etc. 

Next, collect customer psychographic data, such as their hobbies, interests, problems, etc. Seek their feedback via customer service channels, online surveys, social media pools, and quizzes.

Based on demographic and psychographic data, you can start building your buyer personas. They represent detailed descriptions of your perfect customers – all written as if the persona was the real person. 

Only by knowing who your target audiences are can you create marketing campaigns that resonate with them. 

Omnichannel Customer Experiences

In the IoT era, customers rely on various channels and devices when consuming content and communicating with brands. Unsurprisingly, they expect businesses to meet them where they are. 

Therefore, building an omnichannel marketing strategy is not optional. It is essential for any brand wanting to succeed in the hypercompetitive digital marketing landscape. 

First, remember that the number of customers using fast internet 4G connections, smartphones, and voice search is rapidly growing. Your website needs to align with their interests. Therefore, keep testing your website for mobile-friendliness and hire web designers to help you deliver exceptional user experiences across all screen sizes.

Having a mobile app for your business may also be a great marketing move. It allows you to create simpler buying experiences, inspire customer referrals, and build loyalty programs for your repeat customers. Above all, a mobile application minimizes the gap between your online and offline marketing strategy. 

The Starbucks rewards app is a perfect example of omnichannel experiences. Customers get a free rewards card to use when making purchases. Unlike traditional loyalty cards, Starbucks allows you to check your rewards points and reload your card via multiple channels, including a website, phone, in-store, etc. 

Social networks, email marketing, AI chatbots, live chat, and seamless customer service are also inevitable elements of your omnichannel marketing campaign. To build a consistent brand presence across these channels, consider composing a detailed brand style guide for your marketing and design teams to follow.

Personalized User Experiences

In the age of big data and artificial intelligence, customers have become more demanding. They expect brands to provide highly relevant and individualized purchasing experiences. Statistics back me up on that. According to Accenture, 91% of customers are more likely to shop from brands that deliver relevant products and content.

Therefore, creating generic, one-size-fits-all campaigns to target your audience does not cut it anymore. Segment your audiences into narrower groups based on their demographics, interests, or purchasing habits.

One such example is email segmentation. Rather than creating a single newsletter for everyone on your list, break it down into smaller segments. 

Data Analytics and Reporting

In 2021, relying on your gut instinct is not enough to succeed in marketing. To build a marketing strategy that converts, you need to set clear marketing goals and KPIs. Above all, you need to choose the right marketing metrics to track the success of your marketing campaigns.

Digital Marketing Analytics and Reporting

Fortunately, with the wide range of digital marketing analytics tools, you can monitor almost every aspect of marketing. With the help of this data, you can analyze marketing success in real-time and take action immediately. 

To streamline the data monitoring process, you could also invest in reporting tools. They integrate with your email marketing, SEO analytics, PPC analytics, and social media analytics tools, allowing you to create custom dashboards and track your marketing metrics from a central location. 

Predictive Marketing Analytics

Predictive analytics is a branch of advanced analytics that leverages big data to predict future events. Its goal is to analyze historical and transactional data to identify patterns in customer behaviors and help you identify future risks and opportunities. 

You can use predictive analytics to improve many fields of your marketing strategy. For example, it plays a fundamental role in lead scoring, allowing you to classify leads based on their readiness to purchase. Once you learn what types of content resonate with different audience segments, you can also use ML to create targeted content marketing and distribution campaigns.

Over to You

Many factors determine the success of your marketing strategy. Apart from your company’s marketing budget and team, focus on the optimization of the marketing tactics you apply. 

By getting to know your target market and adapting your brand presence to their interests, you will build trust with them, increase sales, and encourage loyalty. 

I hope these insights will help you build a thriving marketing strategy!

Top Tips for HR to Use Digital Signage for Better Employee Management

The role of HR has changed drastically over the years, and nowadays it’s safe to say that HR plays a much more critical role in business than before. Experienced business leaders know that HR experts have the skills and the know-how to take a company forward through better employee management and engagement, motivation, company culture, and many other important skills and processes that keep the brand on the right track. 

Yes, HR plays a vital role in the long-term success of your business, but by also using the right tech like VoIP or various collaboration tools, your HR specialists can truly make a difference in your organization. Technology plays a big part here, and one big piece of tech that is making an impact on businesses across the world is digital signage.

Let’s take a look at how your HR department can use digital signage in your business to achieve various employee-centric objectives, and help create a more productive workplace for all. 

Motivate the staff to do better work

As a leader, you’re constantly looking for new ways to make your employees more productive and to achieve better results. The key here is to maximize their time at work, and while this is something that will ultimately come down to your level of organization, delegation, and workflow management, it will also depend on how motivated and driven your staff members are. 

Of course, you can’t simply demand that people do more or achieve more – you have to inspire and empower them instead. To do this, you need to rely on your HR staff, because these specialists know how to use positive encouragement to its full potential. One of the ways they can do that is with digital signage.

Your HR experts can use digital signs in the workplace to display motivational messages, but they can also use this tech to create a healthy dose of competition in the workplace. For example, a business leader managing a collision shop can inspire technicians to do better work by displaying key performance metrics on digital signs, inspiring them to achieve more than the day before – people will always try to beat their own high score.

Using digital signage for employee retention

Employee retention is more important now than it ever was, because the COVID-19 pandemic has brought many uncertainties to the business environment. Many companies are seeing a loss of talent like never before, and your HR staff need to focus on keeping your employees engaged, happy, and motivated at work.

There are many ways you can use your leadership skills to boost retention, of course, but you could also use digital signage. By placing digital signage in strategic places throughout the office space, you can advertise all the new employee-centric programs you’re cooking up, deliver powerful and motivational messaging, show your employees how much you appreciate them, and more. You can even use digital kiosks to facilitate employee feedback that you can use to make better managerial decisions to boost their happiness in the workplace. 

Deliver important information to in-store staff

When it comes to managing non-desk employees, things can get a little more complicated without the use of the right tech solution on site. People who are working in the store need the same kind of attention, guidance, and support that your office employees are getting, and you can use commercial digital signage in this case to get the right information to them quickly, but also keep them motivated. 

In-store employees are constantly busy, helping customers feel welcome and guiding them towards a positive outcome, so they need a reliable information system to keep them in the loop wherever they are in the store. A digital sign can get those crucial messages to them quickly and in real time, and it can serve as a remote management tool that your HR staff can use to elevate their satisfaction and experience at work.

Use digital displays to nurture your company culture

Company culture is the glue that keeps great teams together, inspires people to stay with you through thick and thin, and motivates people to achieve better results. Again, this is not something that you can just wish into existence – you have to build a positive and healthy company culture over time. 

You can build your corporate culture in an efficient and effective way if you use digital signage to communicate your values to your employees. Your HR experts can craft truly inspirational messaging that carries these values and display it on your digital signs to inspire collaboration, communication, transparency, equality, and honesty in the workplace. 

Help employees achieve a better work-life balance

Modern employees are struggling to achieve a healthy work-life balance. People are stressed and worried about their job security, and there is no telling what they might be going through in their personal realms during the COVID-19 crisis.

Your HR experts have a difficult task on their hands, and that is to inspire people to take better care of themselves. By using digital signage to remind them to take a break, check in with their loved ones, or eat something healthy and do some exercise, you will be doing your employees a big service. You can also use the digital signs to advertise any health-oriented company programs like gym memberships or healthy team-building activities.

Over to you

Your HR experts play a vital role in many mission-critical processes, and it’s important to empower them with the right tech and tools so that they can achieve better results. When it comes to employee engagement and management, consider using digital signage to inspire your employees to love what they do, take care of themselves, and take your company forward as a whole.

What is the Future of HR in the Insurance Industry? 3 Most Popular Predictions

Following the 2020 pandemic, businesses all over the world are forced to endure the stress of transferring to remote work, increased employee health issues, and extremely high churn rates. Research centers all over the world have analyzed the previous year in-depth, to help businesses and organizations make fewer mistakes in the future. In the text below, we have outlined what they came up with. Keep reading to learn about HR predictions in insurance, and beyond.

A Rise In Automated HR Processes

An increasing number of people all over the world are forced to work remotely due to the Covid-19 crisis. As a result, an increase in cloud-based workflow management solutions is on the rise. Many companies are already using tools such as online time management apps (Rescue time or Focus Keeper) to help keep track of employees’ productivity. Even though the crisis forced virtual HR processes on companies, they are likely here to stay due to their many benefits.

HR professionals now interview, hire, onboard, retain, and lay off employees remotely. The need for automated onboarding and other workflow processes will skyrocket as 2021 progresses, being that the pandemic has caused record-high churn rates in countries such as the U.S. According to recent data insights, as many as 7.7 million workers with ESI got laid off in the U.S. between February and June 2020. Losing and then acquiring new employees at a breakneck speed is putting additional stress on HR departments, forcing them to opt for automation. 

One other way the insurance industry can help alleviate the work their HR has to do is email automation. Companies such as Pathway offer SaaS solutions that help insurance agents automate a huge portion of their work. Pathway’s triggered email campaigns provide prompt and efficient communication with policyholders, sending automated emails to the right clients, at the right time. The automated messages are also highly customized to fit every individual client’s need, so the quality remains consistent. This form of automation benefits the HR department, as insurance agencies will not need to hire additional staff to perform unnecessary, manual tasks. 

Teams Adapt to Fully Remote Work

If 2020 taught us anything, it’s that many meetings could, in fact, have been an email. With an increasing number of companies forced to work remotely, people are starting to enjoy working from home a little too much. The 2021 research by PR Newswire found that 1 in 3 remote employees would rather quit and seek new employment than return to the office full-time. Funnily enough, the new remote work arrangement suits both the workers and the employers, since not having to pay for office space is great for companies’ budgets.

Still, this benefit could come at a cost not many people could have predicted. For one thing, relationships between coworkers will suffer. Not spending time with team members can weaken bonds and make communication, and by extension cooperation, more difficult. Additionally, spending time at home, perhaps with children and pets requiring additional attention can reduce productivity. This issue is especially pronounced in the insurance industry. Only 6% of insurance companies are currently using people analytics as a part of making decisions regarding their workers, making it difficult to even diagnose low productivity levels.

Surprisingly enough, even though jeopardizing traditional business models with increased technological disruption is stressful, there could be some hidden advantages. The biggest concern for the insurance industry, identified by the mentioned Deloitte report, is attracting young talent. As much as 40% of the workforce in insurance will become eligible for retirement within the next 3 years, and only a small number of millennials are interested in a career in this field. The increase in automation, technological advancement, and remote work will probably make a positive impact on the attractiveness of insurance for millennials. 

A Rise in the Number of Contingent Workers

The worryingly high churn rates in the insurance industry, as well as nearly all other workplaces, resulted in a higher demand for contingent workers, or freelancers. According to recent research by Gartner, 32% of organizations are replacing full-time workers with freelancers. This will provide insurance companies as well as insurance agencies with more flexibility in terms of hiring and managing talent. HR departments will put more resources into attracting contingent workers from all over the world.

Despite surface-level advantages of this strategy as a cost-saving measure, an increase in freelancers could have worrying consequences in the long run. For example, the turnover rates are even higher when working with freelancers. Streamlining the onboarding process to save time. With less time to adapt, freelancers make more mistakes, that then take longer to smooth out. One solution could be to offer an option of long-term employment, should contingent workers succeed in meeting certain standards and demands. 

Conclusion

When discussing inevitable HR changes in the insurance industry, the most important factors to consider are automation, remote work, and hiring more freelance talent. Using apps to automate HR processes, flexible freelance contracts, as well as the option of working from home will likely attract more millennial talent. This would help solve one of the most pressing issues in human resources in insurance today – the rapidly aging workforce.

Understand Your Workforce: 5 Metrics to Help Manage Contingent Employees

The rise of the contingent workforce is inevitable in almost every industry in the world. Driven by technological advancement and encouraged by the pandemic, the gig economy is huge nowadays, and as a result, contingent workers are becoming more numerous with each passing year. This is not so much of a problem as it is an opportunity for companies and workers alike, but only if you manage your contingent workers the right way. This is where HR once again steps in to save the day.

In 2021, you want HR to take ownership of data and monitor the right metrics to help you manage your contingent workforce to achieve better results. That said, it’s not just about their productivity, it’s also about minimizing legal liability and creating a satisfied collective of top-notch contingent workers.

This is a great opportunity for HR to make the best of the worst of times during the COVID-19 pandemic, and ensure that your company continues on an upward path. Here are the five metrics to help you manage your contingent employees with ease.

Contingent representation rate

To start, the first metric you should keep track of is the contingent representation rate. This is a metric that tells you what percentage of your overall workforce is contingent, allowing you to manage your employees more efficiently and effectively. You can calculate the contingent representation rate by dividing your contingent workforce by the total workforce – multiply by 100 to get the percentage of your contingent workers in your employee collective.

Why is this an important metric for you and any HR specialists in your organization? Knowing your contingent representation rate allows you to get a bird’s-eye view of your workforce and see just how much you rely on contingent workers. A particularly high or low content representation rate is nothing to be alarmed about, but it is important to align it with your organization’s goals, objectives, and overall business strategy. 

Overall customer service rating

The customer service rating is an important metric that you need to share with everyone, including your marketing, sales, support, and HR teams. This is one of those overarching, far-reaching metrics that can help you make better strategic decisions right now and down the road. The customer service rating tells you how well all customer-facing employees are servicing and communicating with your customers, which is especially important when you’re managing an omnichannel sales structure.

This includes employees who are a part of your full-time staff, but also your contingent workers, allowing you to identify high-performing and low-performing areas in your operation. Once you have collected this data and know your customer service rating, you can start employing better contingent workforce solutions to maximize productivity as well as customer happiness.

Onboarding and offboarding effectiveness

To manage your contingent workers efficiently and effectively for maximum results, you need to focus on their onboarding and offboarding. Firstly, understand that proper onboarding allows you to create a highly productive workforce right from the start, hence the need to do it right. That said, offboarding is also important for capitalizing on opportunities and minimizing risks.

For example, onboarding and offboarding is one of the focus areas of leading HR companies like the reputable CXC Global in America within their comprehensive list of HR services in contingent workforce management. Experienced HR companies know that onboarding and offboarding creates lucrative opportunities in North America but also the rest of the world, and optimizing the effectiveness of these processes in your organization can help you achieve better results. 

Make sure to use your HR specialists to gauge the efficacy of onboarding and offboarding in your organization.

Payroll and invoice accuracy

For the contingent workforce program in your company to be successful, you also have to ensure payroll and invoice accuracy. You can track this information and compare it with past reports with ease in your payroll management system, which will tell you if there are any inaccuracies or inconsistencies that may hurt your relationship with the contingent workforce.

You can also outsource your payroll management to specialized professionals in order to reduce your workload and minimize the risk of error within your organization. This will help keep your contingent workers satisfied, eliminate legal liability, and raise overall productivity.

Communication response time

The business world is increasingly running on the remote work model, which has its benefits and potential drawbacks. When implemented properly, remote work can help your company thrive, but you need to monitor numerous metrics and manage your workforce wisely.

For one, you need to monitor the communication response time in your remote organization. Remote workers and remote contingent employees may be slower to respond to emails and messages, which can cause some processes to stall if not backtrack. This is a direct hit on productivity and output, but if you track the communication response time in your teams, you can identify issues and remedy them quickly.

Contingent workers can help your company thrive, but only if you manage these valuable assets properly. These metrics and best practices will empower you to understand your contingent workforce and make better long-term decisions that are in the best interest of your company and your employees.

Apprenticeships – Why Hiring Diverse Talent is Smart Business

It’s no secret that almost every company in the world is on the lookout for talented employees. Thanks to modern technology, companies can now look for talents all over the world. If someone isn’t physically present in the office, it doesn’t mean they can’t work for you remotely. 

What’s interesting is that a lot of people are willing to move to another country, even another continent, if it means finding good employment with suitable work conditions. Moreover, the Internet has allowed companies to look for employees more effectively, while also allowing job seekers to find employment more seamlessly. 

So how do companies decide who’s an ideal fit for their company? The simple answer is through apprenticeships. The apprenticeship program benefits everyone. Companies get a chance to scour through diverse talents, while apprentices get an opportunity to work at their desired company and gain valuable work experience. 

Through apprenticeships, companies will be able to find ideal employees by watching how talents adjust to the new work environment. With that in mind, here are a few reasons why hiring diverse talent is smart business. 

Helps you leverage creativity and innovation

Talent diversity you can examine through apprenticeships can really give you a new perspective on things. This is especially true when it comes to redefining your hiring process. Diverse talents oftentimes leverage creativity and innovation the get the job done. 

They have a unique way of coming up with various ideas that can later be implemented to improve various strategies and processes. Of course, unlocking the talents’ full potential begins with their training. As apprentices at your company, it’s your job to train them well and find different ways to get their creativity and innovation going. 

This can easily be done by giving them more responsibility and encouraging them to engage in the decision-making process. That way, you’ll determine if talents are really up to the task. Their way of thinking can be a great advantage for your company, should you decide to keep them after the apprenticeship program has ended. 

Tap into talents early on

A lot of companies avoid apprenticeship programs because they have to pay for apprentice’s training and salary while the program lasts. This may seem like a waste of both time and money, but it’s actually quite a worthy investment. 

That said, providing an opportunity to an employee with a lower socio-economic background can result in a drastic increase in that employee’s productivity. You provide them with a chance and training, and they’ll appreciate the opportunity to prove themselves. 

That’s why apprenticeship programs are very popular in developed countries like Australia, for example. Australian companies leverage platforms, such as 1300 Apprenticeship to tap into the untapped talent pool early on. That way, they can find ideal employees as early as possible and turn them into a productive workforce through efficient training programs. As you may already know, productive and engage employees to bring more profits to the company they work for. 

Enhanced efficiency

Apprenticeship programs can help you find motivated, determined, and productive employees, but that’s not all. Talent diversity can yield yet another benefit you probably weren’t even aware of. Diverse talents aren’t just different due to their racial and ethnic background. 

As a matter of fact, they are, indeed, cognitively different as well. What that means is that diverse talents can produce a unique way of thinking when grouped together. Their critical way of thinking and a strategic approach to various problems can help them overcome obstacles more easily. 

This can help your company thrive on innovative and creative ideas that diverse talents can offer. You can observe how diverse talents approach problems if you set up a specific scenario during apprenticeship training and determine how the teams perform.  

Open doors to new markets

A well-known fact is that a lot of companies want to expand internationally. More markets mean more opportunities and, of course, more profits if everything goes well. However, one of the major challenges when expanding internationally is winning over the foreign audience. 

Your diverse talents can once again help overcome this challenge. Employees with different ethnic backgrounds can help you understand different cultures and various habits surrounding a foreign audience. 

This can not only help your brand enter a foreign market more seamlessly but also help you establish a solid foothold and build trust with the local audience. Apprenticeship programs allow you to find the right talents who can help you expand to other markets in a more efficient way. 

Apprenticeship programs aren’t something that companies should avoid at all costs. If you allow yourself to see apprenticeships as an opportunity to diversify your talent pool and find suitable employees that will remain with your company for years, you’ll soon discover that apprenticeships are actually smart investments.

recruitment agency

5 Tips to Start Your Own Recruiting Agency

Screening for applicants has become a complex task, to which most companies fail to devote the proper time and strategizing. Without performing this task properly, however, brands risk reducing employee retention and boosting turnover, in an attempt to find people that are fit for the position. Add to that, it’s difficult to build up a healthy corporate culture and sustain their brand voice consistency when too many people leave and shift from one post to the next. In an attempt to resolve these and many other recruiting issues, modern-day companies gladly collaborate with HR professionals to help them select the finest people.

If you fit the description and you have had ample experience in finding the best candidates for numerous companies, you’re on the right track to set up your own recruiting agency. That major step forward in your career opens up a slew of opportunities to expand, collaborate with other HR professionals equally good at what they do, and it grants you a chance to build up your presence. Should you decide to do just that – here are the most vital steps to help you start your own recruiting agency and succeed. 

Determine what sets you apart

As someone who understands how hiring works, you also know well that your own competitors know what they are doing and how they can best attract potential clients. So why should someone choose you and your services instead of someone who offers the same, but perhaps at a slightly lower price? You need to make sure that you have an edge, that unique value proposition (UVP) in the industry that will help companies understand what kind of value you bring to the table.

Maybe you specialize in well-structured online onboarding and hiring for remote collaboration, or perhaps your expertise lies in hiring for highly specialized medical fields. Take your time to clearly outline what makes you different from all other recruiting agencies, and how you can make the lives of those companies simpler. 

Choose a particular niche

Hiring for the construction industry and for the IT sector is certainly not the same. People need to meet different criteria, your options in terms of interviewing are different, and you definitely need some first-hand knowledge of the industry to be able to disqualify unfit candidates and filter out the best of the best. While most HR recruiters tend to try their hand at different fields, it’s best to narrow down your own agency to a specific target group and provide a specialized solution for it. 

Also, check if there are specific legal regulations and licensing requirements you need to compile for your agency to work in that particular sphere. Some kind of compliance is usually mandatory, and by showcasing that you have the necessary permits, you’ll be more likely to attract clients. Combine compliance with expertise in a specific industry, and you’ll increase your likelihood to succeed in the manifold. 

Build and maintain your online presence

As an agency, it’s your obligation to give your potential clients a glimpse into your capabilities, your brand promise, and your credentials. All of that should begin with a stellar website, particularly if you have case studies to publish, certifications to show, and if you want people to establish an emotional bond to your brand. As a professional, you have the advantage over faceless corporations to actually build a deeply personalized brand, and thus a personalized online experience to attract your target audience more easily.

Start by choosing a personal domain together with a personalized .me extension that can help humanize your digital presence and make your site much more relatable. If people already know you by name, this will help grow your professional reputation even further, so blending your name with a general industry term such as “recruiting” or “hiring” can be extremely helpful. People will immediately know what your agency is all about, but they will also recognize that essentially human and personal aspect of your brand.

Set up a strong budget

Every business needs a strong budget to kick off all operations and processes without too many hiccups. You’re bound to come across setbacks, for sure, but setting aside the necessary funds to run your business will help you ensure a more stable beginning for your company. 

Funding for entrepreneurs can be difficult to come by today considering the circumstances and the still ongoing health crisis, but you need to prepare the budget before you launch your business. If you have completed the first couple of items on this list, then you already have your UVP and you can try securing relevant investors, too. A promising company will surely attract funding with the right business plan at hand.

Prepare a thorough marketing strategy

Ultimately, you want your business to be visible and for people to be able to see how you work. To impress your target audience, and to be able to work with clients from all over the globe, especially now that remote hiring is growing in popularity, you need a strong marketing strategy.

Include a social media strategy that will help you engage with your audience, both through direct messaging, but also with your informative content posts. Post ads when your budget allows, but most importantly, work on establishing a strong presence in your industry by posting quality content in various formats, setting up email campaigns, and publishing relevant news. 
Hiring the wrong people in this day and age, when remote and international collaboration dominates the workplace, is one of the costliest mistakes a business can make. If you have managed to help companies avoid this issue and you have a strong track record in recruitment, this is your opportunity to help connect worthy candidates with strong brands and at the same time build a reputable business in your own name.

seo for recruitment

The Importance of SEO for Recruitment

In today’s competitive market, being visible in search engines is critical for any business to thrive. So is driving web traffic to company career pages and social media accounts. Search engines and social media networks have become the top two resources when it comes to looking for employment opportunities.

But, there is more to this. Nowadays, people searching for a new job are screening their potential employers thoroughly. Before an applicant decides to send a CV and apply for a job, they will review the company’s website and social media pages.

Bear in mind that according to a study from MRINetwork, a bad reputation influences job seekers’ decisions significantly. If a company has a bad employer reputation, 69% of the job applicants said they would reject their job offer.

And with online search becoming prevalent in finding work, recruiters need to learn how to effectively use SEO to stay ahead of the competition and attract top talent.

How SEO works?

The purpose of search engine optimization techniques is to help businesses rank higher in search engines and improve their online visibility. Google and other search engines utilize algorithms to assess the importance and relevance of webpages.

Websites and pages that provide their readers with a lot of quality information about what they are searching for are more likely to get shown in the search results. The position of a certain website depends on numerous other factors too.

The overall quality of the website and how many and how often people visit it will also influence the ranking position.

Good SEO is a priority if you want top results. Optimizing many facets of the company website like keyword research, domain structure, and internal linking can impact the recruiting process and your efforts to find the best candidates for the job.

For example, due to bad internal linking, applicants may struggle to find the application form or the contact page on your website.

How can SEO help improve the hiring process?

Data from Australia indicate that the hiring time has nearly doubled in the last ten years. On average, it takes 68 days to fill in a vacant position. This can lead to diminished team productivity and a decline in revenue.

These data imply that recruitment teams and experts in Australia and all over the world need to think more strategically about how to hire the best talent.

Since many factors impact search engine rankings and Google’s algorithms keep changing, your company can profit from hiring an experienced SEO agency in Sydney. Search engine professionals specialize in optimizing websites and web content so they can help you boost your brand’s visibility and entice the most talented candidates to apply to your open positions.

Marketing and HR experts should work closely together, as their joint efforts can result in great benefits when it comes to brand messages. When HR departments are isolated, it can negatively impact the recruitment process.

HR plays an important role in internal and external brand communication. For example, a company’s website showcases its ethics, values, and goals, and it can attract either right or wrong job seekers for new positions.

That is why the design of the homepage and social media posts should reflect the voice of the HR.

Ensure your hiring efforts are successful

There are some valuable techniques every company should embrace to improve its hiring process. Using optimized keywords and phrases, page URL, page title, meta description, tags, and page length should all be taken into consideration when posting a vacant position online or publishing an article.

When crafting a job listing, it is vital to consider what specific terms and phrases you want the candidates to find you by. The description of the vacant position and the title need to include not less than three keywords relating to the most relevant qualifications your enterprise is looking for.

A clear job listing is a must, but you also need to inform the applicants about your company’s values and ethics. As mentioned earlier, people looking for a job are searching online to learn more about your organization’s reputation.

Make sure to tailor your job descriptions as well as your website to reflect the core values of your business. Including a page URL to the” about us” page or the official social media accounts increases the trustworthiness of the company.

It also helps the candidates to form an opinion about the company when deciding whether to apply.

The conclusion

Hiring workers with the right skill set and experience for the job can make a huge difference to the company’s performance and its profit. And even when unemployed, high-quality, engaged employees will carefully choose their next work engagement and employer.

So, finding qualified employees is all about creating more searchable job postings and proving that the company culture has something to offer them.

To achieve this, recruiters must invest in SEO. Crafting effective SEO strategies leads to quality candidates quickly finding open positions and applying to them. It also helps in developing a positive employer brand.

In other words, for a successful recruitment process in today’s tech-oriented world, a functioning, well-thought-out website with valuable content and user-centric design, adequate social media presence, and proper SEO techniques are essential.

5 Ways Blockchain Technology Can Revolutionize HR Management

Blockchain technology has transformed many industries and processes, and it’s about to impact human resources management in the nearest future too! It has the power to alter the way HR experts approach their everyday tasks.

Demand for this innovative technology in HR departments is on the rise as its capabilities can be extended to various sectors to simplify and improve its operations.

Read on to learn more about five ways blockchain technology can revolutionize human resources management!

  1. Enhanced data security and protection from cybercriminals

HR departments typically handle vast amounts of sensitive information like personal and financial data on employees. Information relating to pay, health insurance, finance and banking, and performance records can be stored, and therefore exposed to a certain risk.

Blockchain technology can elevate managing confidential data. It can transform data security as the information stored on the blockchain is decentralized and secured through cryptography. 

And as an added layer of security, every change that’s being made requires authorization and verification. This is especially important when it comes to delicate information like medical conditions or disciplinary records.

The adoption of this technology significantly reduces the ability of cybercriminals to gain access to sensitive data, making it extremely difficult to tamper with. Organizations from all industries could take advantage of blockchain to secure employees’ data and identify potential data breaches. 

  1. Transformation of recruiting and hiring process

Recruitment requires significant time and resources like financial investment within the HR department. Many companies turn to third-party agencies or recruiters for this reason, but their services usually come with a substantial fee.

Blockchain technology can help organizations streamline sourcing and managing talent. Instead of going through dozens of resumes, it would enable employers with access to verified data stored on the blockchain including grades, degrees, work history, certificates, and experience. 

Applicants could acquire virtual credentials in a distributed blockchain network and provide potential employers with permission to access their records. Unalterable records of their work histories would eradicate the chances of inaccuracy and fraudulent applications.

With this innovative technology in place, the verifying process would be more efficient and secure as the need for third-party background and employment history checks would be eliminated. 

This way, it would be easier for HR managers to find the right talent for the right role. 

Advanced tech solutions like blockchain could enable the building of the next generation work platforms, eliminating bias, spam, third-parties and their fees, and lack of visibility of available workers. 

  1. Paying workers in cryptocurrency

Blockchain is widely associated with Bitcoin and its mining. With the right hardware, bitcoin mining is a profitable business, and as a result, it got mainstream attention. And since Bitcoin hit its all-time high in 2021, it’s no wonder more and more people are exploring mining cryptocurrencies as an income source. 

But blockchain isn’t confined to this use only. There are other advantages to this technology that can make HR processes more efficient. Facilitating payments to the workforce is one of them. 

Employees want to access their money as soon as possible and move it with ease, and that’s where blockchain technology comes in. With cryptocurrency payrolls, there is no need for intermediaries to process the payments. 

Also, the transactions on the blockchain are encrypted and unalterable, and therefore more reliable.

This is especially important when doing business with underdeveloped nations where banking systems aren’t trustworthy, and the currency is devalued. Crypto-based payroll systems could provide a competitive edge to companies looking to attract more skilled workers across the globe.

  1. Introduction of smart contracts

Smart contracts between the employer and employees would enable instant payments for the workers. And what’s even better, the risk of delay or fraud during transactions would be eliminated. This has particular importance for gig and contract workers, as their work and invoices are usually manually verified, so they have to wait to be paid.

The use of blockchain and smart contracts can automate this process, so payments can be distributed instantly when the criteria for which the wages are earned are met. 

Once the worker completes the assigned task (e.g. deliver cargo safely at its destination), the payment is released automatically. Without uploading workers onto the payroll system, HR teams will have more time for more important tasks.

The gig economy is on the rise, so the adoption of blockchain and smart contracts could help companies attract more talent and expand their business. 

  1. Simplifying international payroll

The world is becoming increasingly globalized, and the remote workforce is growing. For this reason, cross-border payments are an important topic in HR departments. Due to multiple intermediary banks, currency fluctuations, and third-party vendors, paying international employees is time-consuming and expensive.

The international business would benefit greatly from blockchain technology, as it simplifies this process and eliminates the need for intermediaries. As a result, the cost of cross-border payments is reduced, and they are completed almost immediately. 

The introduction of blockchain-based corporate cryptocurrencies would only ease this process further for the HR and finance departments. And of course, the employees would benefit from faster, more secure payments with no changes in exchange rates.

How HR Tech Can Best Enable the WFH Environment

Seventy-four percent of CFOs surveyed by Gartner plan to enable at least 5% of their on-site staff to work remotely post-pandemic, and as many as 41% of employees could work remotely at least part of the time. Some firms have even offered to let employees stay working from home forever. Benefits technology will be critical for these employees to have flexible and personalized options as they will have fewer touchpoints with their organization than their colleagues who return to the office. Organizations must offer a way for all staff to access their benefits at any time and from any location as a further tool to enable employees to thrive in a remote setting.

Start by determining what employees want most

There is no doubt that employees value really great benefits. According to a report by the Society for Human Resource Management, telemedicine options and student loan repayment are among the benefits that are on the rise and could be useful in attracting and retaining top talent. Our latest research found that 82% of employees who think that their organization takes their needs into account ‘strongly agree’ that their employer-provided benefits make them feel valued, and 68% see themselves staying at their organization for the long-term.

Similarly, a recent report by Prudential found that most employees (73%) cite benefits as a “big reason” to stay at a job. Three-quarters agreed that accessing benefits through an employer is more important than ever before, and 52% said they’d be willing to take a chance on a new job if it provided better benefits. Three-quarters also said that the current environment has made them realize that benefits are a much more important part of the job.

Deploy benefits technology that best serves remote workers

The right benefits technology for this WFH era should allow benefits to be managed and administered at a global level and easily delivered to a remote, multinational workforce while maintaining employer brand and a level of global consistency. Benefits technology makes it easier for employees to engage with and select their benefits, allowing organizations to demonstrate that they value their people – wherever they are, and whatever their working set-up. This technology also allows organizations to gather invaluable employee data to determine which benefits are used and appreciated versus those that are not. Given benefit needs have changed in the last year – less gym membership, more mental health support – data is more important than ever to understand the effectiveness of your program.

By analyzing this information, employers can put together a much more cost-effective benefits package for each worker. And by personalizing those benefits, businesses can meet the needs of their employees without expending funds or resources on selections they don’t want or need.

Empower employees with personalized benefits

According to Mercer’s 2020 Global Talent Trends Study, 61% of employees trust their employer to look after their health and believe they will make decisions in their best interest. Organizations can strengthen that level of trust by offering personalized benefits that are relevant for each employee and their individual circumstances. These come in many forms, including wellness pots, that provide employees with a flexible spending fund to choose activities that improve their wellbeing.

Employers may also provide extra funds to help with in-home office equipment or items to assist with homeschooling. These benefits allow employers to give their staff the wellbeing support they need that are particular to their situations, empowering employees to help overcome any stress caused by the current climate.

Offer accessibility and flexibility for a distributed workforce

Remote working arrangements are likely to remain in place for the foreseeable future and could continue indefinitely for some individuals. Organizations will need to offer benefits technology that is easy to use and understand, combined with the flexibility to change as needed. Benefits should also be accessible on any device in order to best serve their employees, no matter their location. Last but not least, businesses must consider their employees’ varying needs and provide benefits technology that is capable of delivering the level of personalization that their workers desire – and that provides deep insight on how to enhance the program.